World Austin Awareness Day Observance 2018

Guyana joins the “Light it up Blue” World Austin Awareness Day Observance 2018. By Karen Hall -FEH Autism awareness celebrates the achievement of families and persons on the spectrum annually in April. The United Nations set aside April 2 as World Autism Awareness Day. Suzanne and Bob Wright co-founders of Autism Speaks launched Light it up Blue up movement in honour of their grandchild with Autism. Since then 150 countries participates each year. The University of Guyana in collaboration with Sorsha Foundation joins in the Light it up Blue movement on April 2 and 6, 2018. The buildings sparkled in unified acknowledgement internationally from the White house in the US to the UG Registry here in Guyana. UG did it twice. In a simple yet profound ceremony on Friday 6 the Public Relations Department, Faculty of Education and Humanities and Sorsha Foundation co hosted The light up. Speakers were Karen Williams, Sorsha Foundations and final year student Monique Perdroo. One of the highlights of the speeches was the need for more local recognition and training for teachers within the education sector. The media was also present. A rudimentary research showed that Autism is a neurological exceptionality first diagnosed by 1887- Dr. John Langdon Down and the term Autism Spectrum Disorder was first used 1940s by Leo Kanner from the United States and Hans Asperger from Germany. Although the origin is still largely unknown the identification procedures which currently exist could recognise children on spectrum from as early as 18 months. At the University of Guyana, the Faculty of Education and Humanities offers two courses in special education one of which focus on teaching students with specific learning difficulties such as Autism and Dyslexia. The faculty is proposing to also launch both the degree and masters programs in Special Education. The University thanks the organisation(s) and media who partnered with us the launch our Autism month awareness program and look forward to working with you in the ongoing quest to bring to Guyana appropriate supports for families’ members who are autistic. Finally, some tips we should know when interacting with children and adults on the spectrum. They would like those around them to realise that they mean what they say, prepare them for changes, be patient when awaiting replies to questions, find out their interest to start the conversation with what they know. The Light up Blue April 6

P-Levels 2017 A UK document on Inclusive Ed.

It is a document that assist teachers in mainstream school to assess the level at which a student with special education needs are at. the last update was done in 2017.

Critical of Subtle Sabotages which hinders disability policy and project implementation -ongoing

Quotes" intelligent people ignore" yet "silent people agree" I am sharing my experiences because I recently learned that these foolishness are still happening to persons with disabilities in 2018. It is time for a revolutionary speak out!!!!. Ruler of my world? What a gimmick! Disability friendly or not you judge Thank you To the allies, friends and co-workers who supported me in spite of the bad mouthing Thank you! Protocols, Projects and Policies There are saboteurs who hide behind excuses and boast of years in the field yet upon closer scrutiny turn out to be the biggest deterrent to progress. While in the Education sector I learned that the PS at the time was happy to approve special Ed proposals. However her adviser, before she signed, was the Commission Chair who was a colleague that positioned herself as a respected person within the disability community, so many of the proposals are left on her desk and never returned to the PS. I wonder if she was even conscious that she was the largest saboteur for progress in disability progress. In my opinion it is personal feelings masquerading as breaches in protocols and proposals not approved based on lack of statistical data. Correctable situation used as excuses. Statistics are easily achievable. Protocols breaches happens and could be situational and justifiable. Some of the excuses over the years were: Emails lost excuses in the 21st century unacceptable. An international funding agency rep blistered me in public for not applying for the funding her agency offered. I said to her the proposal is awaiting approval. She said, "send me a copy". I did so carbon copying it to the approval personnel. I was accused of breaching protocols. A screen print of the cc Emailed was my strongest defense. Seed money When funding is offered organsations should be given access to seed money to bring themselves in alignment with funding requirements.Be it audits minutes organisation etc.Given a timeline to carry out the process then submit their proposal. It is done for grants in the medical and scientific fields Service providers despicable treatment of pwds Living in a vicious cycle of monopolistic services. One centre serves the nation and few prosthetic techs qualified. Injuries blamed on users and years before a limb is completed seems to be norm. I have lost trust in the system after going through the same thing for four decades. The so called professionals have literally become the bullies and abusers. Personality clashes Coveted Selection once I was sent a ticket to attend a conference in the US. Unbeknownst to me I made a lifelong enemy over something I had no control over. The realty was that the conference organizers selected eleven people from around the world to sponsor and sent us all tickets. Years later a local person of the community organisation I once worked at took it upon himself to target me negatively whenever the opportunity arose. Training conflicts When organisations try to sabotage your degree, project progress and you resigned from the job and suddenly you are the bad person. The ungrateful person and face attempted isolation. New employers are used as scrutiny agents looking for opportunities to prove negative hearsay Refunds Insurance scheme refund ''slap in the face' treatment, no provision for congenital disabilities and benefits conflicts Airport Security TSA lack of disability info and equity lousy treatment processional i was told a few times I am now a professional so I needed to think as one when delivering support to my peers. What does that mean? Employment Disability, in my experiences, is preconceived as weaknesses from the standpoint of someone of the one with one. So fear and discomfort trumps laws and policies supporting our employment. I had several weird experiences to that nature. A businessman offered me a job his staff refused to interview me. He later met me and asked what went wrong? At that time I wasn't even aware of the background attitude. Year later someone in the clique heard me assisting one of the persons who was so vehemently against me and blurted out" you helping her girl why you so stupid you ain't know she cost you a job?" By then I'd moved on and it didn't matter. Upon reflection the critic at that time was also there and stayed quiet. The disability desk at manpower and recruitment sent me out on some jobs in the public sector. One at the Finance Ministry and the other at the telephone company. I will post on the telephone company first. I saw people coming out and peeping at me then returning to their office. I grew up with the curiosity so as they passed I smiled and nodded. I waited all morning the interviewer passed me and ignored me. At lunch time I went to his door and said i came for an interview" he looked up shuffle some papers and said "come back tomorrow". I went back for five days straight. He came out for lunch on the fifth day and said, "eh you are here? I will see you after lunch" he never came back to work. Well after five days I got the picture.

Community Service Award

To celebrate the Guyana independence jubilee the Gender Equality Commission honoured 50 women. i was one of those women.

A 2007 project idea proposed :(

Note: this was a course purchase I proposed to Continuing Ed in 07 FRP comprises of pwds and family members who have combined our expertise to address a social issue and have designed a course in disability studies. The course an outcome from various surveys, training and research that members of the committee has participated in within the past decade. We have seen that these researches ect have failed to progress beyond a report, a document and a launching ceremony. The issues revealed with them still exist e.g. marginalization of pwds through ignorance and negative attitudes. As a result of societal isolation most still live in poverty and endure discrimination. This sordid treatment undermining pwds dignity and human rights came primarily from professionals and family members. In solidarity and in a quest to change this situation FRP was formed. Our goal is to change attitudes and behavour through a evolutionary course that emphasizes that pwds can be initiators of change through education and technology. we use the course as an incubator to transform minds fill with prejudices towards pwds to participants becoming empowered members of society, who as change-makers within their sphere of responsibility, will join us in promoting the equal rights of pwds, as stated in the UN convention and other declarations and policies. We have been able to access a limited amount of funding to begin the process and with financial support from your organization we could further strengthen the programme and improve the quality of the course so as to meet the goal of full inclusion of pwds in society. Module 1: Program Orientation -- Getting Most from This Program · Guidelines for You to Get Most from Program · Tips to Improve Your Reading and Studying Skills · Extensive Free, Online Resources About Business · Designing Your Best Approach to Completing the Program Module 2: Starting and Understanding Your Business Organization · Conduct Feasibility Analysis About Starting an Organization · Key Roles in Your Organization · Basic Structures in Your Organization · Life Cycles of Your Organization · Culture of Your Organization Module 3: Understanding Role of Chief Executive · What is a Chief Executive Officer (CEO)? · Major Functions of CEO · Core Knowledge and Skills for CEO Role · Early Preparation for Building Board · Early Preparation for Strong Board-Staff Relationships · Avoiding "Founder's Syndrome" Module 4: Developing Your Basic Management & Leadership Skills · Basic Skills in: · · · Problem Solving/Decision Making · · · Planning · · · Delegation · · · Internal Communications · · · Meeting Management · · · Managing Yourself · Optional -- Advanced Topics in Management and Leadership · Optional -- Designing Your Management and Leadership Development Plans Module 5: Building and Training Your Board of Directors · Understanding Board Roles and Responsibilities · Building Policies and Committees · Building Committees · Recruiting New Members · Ensuring Strong Participation · Board and CEO Evaluations · Board Calendar and Operations · Organizing Board Manual · Training Board Members Module 6: Developing Your Strategic Plan · Understanding Strategic Planning · Writing Your Mission, Vision and Values Statements · Conducting Strategic Analysis · Setting Strategic Direction · Conducting Action Planning · Developing Operating Budgets · Writing and Communicating Your Plan · Monitoring and Evaluating Your Plan Module 7: Marketing Your Products/Services and Promoting Your Organization · Conducting Market Analysis for Each Product/Service · Developing Your Public and Media Relations Plan · Developing Your Sales Plan · Developing Your Advertising and Promotions Plan · Organizing Your Marketing and Promotions Plans Module 8: Managing Your Accounting and Finances · Basics of Bookkeeping · Budgeting · Cash Management · Financial Statements · Financial Analysis Module 9: Staffing and Supervising Your Employees · Defining New Job Roles · Recruiting Job Candidates · Screening Applicants · Orienting New Employees · Delegating to Employees · Ensuring Strong Performance · Firing Employees · Personnel Policies and Handbooks Module 10: Practical Guide to Managing Ethics in the Workplace · What is Business Ethics? · Myths About Business Ethics · 10 Benefits of Managing Ethics · Ethics Management System · 8 Guidelines for Managing Ethics · 6 Key Roles and Responsibilities · Ethics Tools: Codes of Ethics · Ethics Tools: Codes of Conduct · Ethics Tools: Policies · Ethics Tools: Resolving Ethical Dilemmas · Ethics Tools: Training

on call disability style -on going

This is how we roll. In the last decade or so I've embraced the concept of 'on call' because I realized services loopholes are frustrating families with members who have disabilities. These programs consistently fail.They loose the path where they were initially created to therefore,the result is that they reach fewer persons than was intended. Families are dismayed and have lost confidence in the so called 'supportive' systems. I have taken the roll of offering one on one free consultation to individuals, parents of members living with exceptionalities. They call me to vent,to complain and to seek advice. Being the go to person for them not only is personally satisfying it also reinforced my understanding that services and supports to persons with disabilities are only effective when they are individualized. For example in 2011 I stated a meeting day, once a week,and though it never advertised, it took off via word of mouth. during that time I eventually met students with various challenges in the school system. In my quest to never let them leave my office empty handed. I taught myself the specific ideas/skills so as to be able to offer some support with what they struggling with. I also cautioned the parents to understand that this is for life. Together we are looking for management strategies matching the child's needs as there are no cures.

People first -why? ongoing

I had an interesting conversation with some of my students over the year. Segregation and inclusion are opposites.the impression I received was that segregation is comfortable and convenient. Including students with various disabilities is an uncomfortable concept. in this blog though i want to focus on language effects. Guyanese in general speak broken English. the hafa man, one eye lady funny foot ole man ate some of the ways people are refereed to. if they protest against the call name they are laughed at or considered picky, touchy etc who likes to be viewed by their weakness first? South African wrote a book called people first. in it he talked of perception of a person based on disability. the argument could be inferred as 'one eye lady' what will people be looking for first? you guessed it if she has one eye. the lady maybe a great seamstress or mechanic but, she is never referred to as the lady who sews coats well or repairs car engines yet people will casually call her the one eye lady. which one sounds more positive? the one eye lady or the efficient mechanic lady?